Interview
Total’s diversity and inclusion strategy is predominantly internally driven. For many years we’ve recognised that it is not only the right thing to do, but there is also a business case for diversity. There are real benefits to working with people who have different perspectives and different approaches to solving a problem or achieving a goal. It is, of course, also an issue about which shareholders care. They care about how a company treats the environment and other stakeholders, as well as how they treat their employees − so it makes sense on every level.
Total has had diversity programmes in place for many years. We recognise that in order to recruit and retain talent, you have to be open-minded and inclusive. If you’re trying to hire the best person for the job, you can’t start by excluding capable people based on their race, nationality, gender, or disability.
